Interactive tool
What is voluntary turnover really costing you?
Most organizations count the recruiting invoice and stop. The real cost adds the hidden productivity lost while a role sits open and a replacement ramps up — minus the wages you didn’t pay in between. Answer nine questions and see the real cost, instantly. Nothing you enter leaves your browser.
Fill in the levels that apply — results appear here as you type. Leave a level at zero if it doesn’t apply.
Your real cost of voluntary turnover
$0 per year
Across 0 employees and 0 voluntary turnovers — an average of $0 per person who walks out the door, and an organizational turnover rate of 0%.
Real cost = direct replacement cost + lost productivity − interim labor savings
Entry turnover rate
Mid-level turnover rate
Executive turnover rate
Real cost per entry exit
Per mid-level exit
Per executive exit
What retention is worth, in your numbers.
Keep one more person and you keep $0. Reduce voluntary turnover by 5% and you keep $0 a year — by 10%, $0 — by 15%, $0. Engagement isn’t a soft metric; it’s the lever on this exact line item, and it moves in manager conversations.
Methodology
Three realities, counted honestly.
1 · Direct costs of recruiting. The hard-dollar cost to source and recruit a replacement (“cost per hire”) plus first-year onboarding and training, using national benchmark averages by level from Bersin by Deloitte and SHRM research.
2 · Interim reduction in labor. While a role sits open you aren’t paying its wages. We credit that back: average annual wages, prorated over the average days-to-fill for the level (SHRM).
3 · Hidden cost of lost productivity. The part most organizations never count. Days-to-fill plus the calendar days a replacement needs to reach full productivity (HBR), valued against average annual revenue per person — benchmarked at three times wages (Deloitte) — at half output across the window.
Benchmarks drawn from Bersin by Deloitte, SHRM, HBR, and U.S. Bureau of Labor research. Your figures never leave the page — the math runs entirely in your browser, and we don’t see or store what you enter.
Turnover is a conversation problem.
Managers account for roughly 70% of the variance in engagement — and engagement is what moves the number you just calculated. That’s the skill our training builds.